Leadership and Team Assessment

Identifying Potential and Empowering People

About Process

About Sinclair

With over 30 years’ experience in leadership assessment, both in company and consultant roles, Sinclair is ideally placed to meet the assessment needs of any organisation, whether this be for recruitment, development or internal selection.


Previous appointments include acting as the primary lead of Assessment Services for Penna Consulting in the UK, Head of Talent Assessment and Coaching with Saudi Aramco in Saudi Arabia and as one of the founding partners of Premier Global in Romania.

A Masters Degree in Organisational Psychology from the University of Manchester, one of the UK’s most respected management schools, and up to date consultancy experience with American and UK top consultancies ensures that Sinclair’s personal methods and techniques are at the leading edge of current assessment strategic thinking.


By using Sinclair’s expertise, clients receive outstanding service at the same level or greater as would be experienced from a major consultancy firm.

Purpose of Assessment

What is assessment?

Assessment is a technique used by both organisations and individuals to understand people’s strengths and weaknesses. Properly conducted assessments make use of scientific tools and methods to ensure that outcomes are accurate and a true representation of the person being assessed. They are particularly useful where important talent management decisions need to be made, such as recruitment, succession planning, promotion and when identifying areas for development.

Why should I use assessment?

Assessment, properly conducted, can make an enormous positive difference to an organisation’s financial performance. The cost of poor leadership performance can be immense:

Decrease in total annual sales due to less-than optimal leadership practices** 0

How should I use assessment?

Assessment is used primarily for two reasons:




Enables organisations to identify the strengths and development areas of their leaders so that they can identify their top performers and put them into those critical roles which need the best performers.

Enables organisations to identify the strengths and development areas of their leaders so that they know what to focus on for their development to achieve their full potential.


Organisations only perform at their best when they have the best people in the most critical positions, who are operating at their full potential. This can only be achieved through a properly thought through assessment strategy.


Note: All assessments can be undertaken either virtually (i.e. remotely through a computer) or face to face, depending on the wishes of the client.


Increase in Productivity due to better leadership*


Maximum decrease in voluntary turnover through better leadership**


Effective Leaders typical Increased Return on Capital*

* Bloom, Lemos, Sadun, Scur and Van Reenin 2014

** Smart CEO

Assessment Services

Leadership Readiness Assessments

This assessment identifies a person’s leadership effectiveness in relation to a specific leadership role.

Leadership Potential Assessments

These identify a person’s long term leadership potential by fully measuring one’s personality traits.

Current Performance Assessments

This assessment evaluates how effectively a person is performing in their current role.

Board Assessments

This proposes undertaking a full assessment of individual board members and of the team as a whole.

Team Assessments

This assessment evaluates through a series of tools and methods how well a team is working together.

Development Assessments

These assessments are specifically designed to help individuals develop leadership skills and abilities.

Assessment Tools

Assessment Centres

Psychometric Questionnaires

Ability Tests

Situational Judgment Tests

360 Feedback

In-box Exercises

Business Case Exercises

Role Play Simulations


Years of expertise


Hours of assessments


Assessment services


Teams and clients assessed


Before each project, a full discussion takes place to identify the specific needs for the assessment. The culture of the organisation is carefully considered, to ensure that the right message is given to participants at every stage of the process and that the assessment process directly aligns with the company’s needs and strategy.

After the initial discussion, a high level design is developed and adjusted according to client needs and wishes. Timescales are agreed and then implementation takes place. Project management meetings are held every two weeks to ensure that the project is on track and a final review is held after each project. The full process is a follows:

1. Initial Requirements

Identification of purpose and objectives

2. Presentation of Design

High level assessment design is present to the client

3. Development of Project Plan

Implementation plan with timings is developed

4. Implementation of Plan

Includes regular reviews every two weeks

5. Final Review and Next Steps

Includes further steps for organisation in order to maximise impact





Sinclair Stevenson

Leadership Assessment Consultant

Cornwall, United Kingdom

Bucharest, Romania

+44 (741) 596-8390